I’ve been in the world of work trends long enough to watch the cycle repeat: from “we need to build scalable, grown-up systems!” to “scrap everything and go back to basics” and back again. Right now, we’re deeply in the latter. These usually coincide with economic ups and downs, as well as the funding and talent markets. When we’re in a scrappier market, we often decide that systems are too onerous, too bureaucratic, not modern. Then, we feel the squeeze. People are all doing their own thing, you can't get clean data on what's working, and the chaos is more costly than time-saving. The pendulum swings: we need systems! Some scrappy market signals I'm watching right now, and what to keep in mind if you're navigating them:

  • I’ve heard of multiple companies scrapping interview processes in favour of paid, immersive test weeks (or months) as a member of the team they’re interviewing (auditioning?) for. This isn’t really new (I went on a few free trips to the Bay Area to do these in the last scrappy cycle), but it’s back! The pros: this is an effective way to see how you really work alongside someone and what they can produce. It cuts out newer issues like candidates paying someone else to do their virtual interviews. The cons: Completely ineffective the moment we enter a hotter talent market. You simply won’t find people who are unemployed enough, or willing enough, to drop their lives or existing jobs to come work with you for 3 weeks, paid or not.

  • Team members are being encouraged to build their own apps and solutions- in this cycle, it’s via AI like Claude Code. The pros: You could save time and money, and build things that are pretty customized. The cons: The size of the job. At a certain point, it’s not effective to have a highly paid employee focused on building and maintaining a piece of software that you could have for $200 a month. Lack of centralization; if everyone is building their own apps, especially for overlapping tasks, control and context get lost quickly.

  • Companies adopt a “wartime” mentality, scrapping employee connection, perks and engagement in favour of up-or-out high performance. This one is a balance; busy seasons and high pressure industries are a reality. The best way to get through them is to define what good performance is, and have a system for evaluating it. Without that context, you won’t get the output you want. You’ll also need to take care of those high performers you covet, listen to them, and keep them happy. Otherwise, you’ll find yourself short-staffed when the market shifts and those same people have options again.

The answer is rarely "burn it all down" or "build a process for everything." It's finding the systems that are right-sized for where you are, that people will actually use, and that move the needle on real output. If you’re seeing more signals, I’d love to hear from you!

Bright Reads ☀️

Some good advice for those navigating the crowded job market from the candidate side: How to Enter Side Doors.

AI Is Making the Workplace More Productive and Less Social (Business Insider). I don’t think this is untrue, especially alongside remote work and the general societal push towards not making work the centre of your social life. Connection with coworkers is important, but I think a lot of folks simply haven’t filled the social void that work once filled. Joining a coworking space that fits your vibe, or simply getting together more often with your non-work community is key!

Food Banks Canada Calls for EI Reform (CBC). More and more people are struggling, but our social safety nets haven’t adapted to realities like the gig economy; EI and other financial supports are often geared towards full-time folks who are out of work.

BC Appeal Court Rules in Favour of Remote Work (CBC). A court ruled that an employer who suddenly ordered a return to office was guilty of constructive dismissal.

More Canada-focused news (sorry US readers!), but Ontario has relaunched it’s mysteriously stalled training grant program (now called the Ontario Job Grant), where employers can get up to 83% of training costs reimbursed. If you've been wanting to look into a feedback workshop for your team or a custom leadership training program (built around what your managers actually do day to day), this is a great time to explore it.

Happy Pride! Though strides have been made, the work isn’t done. According to a recent study, 47% of 2SLGBTQ+ employees have experienced discrimination or harassment in the workplace because of their gender identity or sexual orientation. If you’re looking to review and improve 2SLGBTQ+ inclusion at your organization, try:

  • The 519’s guide to creating authentic spaces for gender identity and expression

  • Pride at Work

  • Reviewing your current programs and policies. Do your benefits support gender-affirming care and same-sex partners? Do they offer mental health support? Do any Employee Resource Groups have executive sponsors? If you’re a large organization that regularly surveys your team (and that can safely collect anonymous identity data and assure staff of this), are there areas where 2SLGBTQ+ staff are less engaged or supported?

  • Celebrating (without putting the planning burden on 2SLGBTQ+ staff). Pride is a time of joy and celebration as well as a reminder to reflect.

Bright Jobs ☀️

Every issue, we’ll share a curated list of exciting jobs at Bright + Early partners. Bright + Early organizations are all committed to building human, inclusive places to work. Note that we’re not involved in hiring– please apply directly. As part of our advocacy for pay transparency, we only share jobs that include it.

Coming Up 👀

👋🏽 Bright + Early is a team of progressive HR pros that can help you build incredible people programs. Learn more about us on our website, or just reply to this email if you’d like to connect.

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